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When admin shares specifically what they liked about what they saw when they're in your room. Student engagement, choice of text, enthusiasm, etc.

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Comparing educators to each other.. creating a competitive environment instead of a collaborative one

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When a teacher only receives feedback on their practice during their formal observation.

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Asking the educator about what they thought, and where they would like support and for their suggestions on how to remedy any issues or continue professional growth

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When they only show up for the formal observations...

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When they only show up for the formal observations...

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Not staying very long.

Being on other websites while "observing"

Not showing up for your scheduled observation time because they had to go home and get their new furniture delivered.

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Speaking in generals.. Nothing is worse than vague feedback

Lack of evidence

Focusing on only the negatives and not any positives. Time has been spent in evaluations talking about nothing but weaknesses

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Saying "everything was great" with out actually considering the teaching quality

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Instead of saying "you need to fix" taking part of the responsibility "we can fix this"

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When they are in classrooms or even just having conversations outside of classes with you about successes and struggles.

Also sharing their own experiences and giving constructive feedback.

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Co-constructed goals and action steps

Great walkthroughs help lead to great evaluations. This builds trust between teacher and evaluator.

Knowing teachers. This once again hits on relationship building. If you know the teachers and understand how they are motivated and moved, then the administrator will have better success.

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When administrators are in my room often, I know they truly know how I teach and how I respond when there are bumps in the road, so I value their feedback more

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Being empathetic and understanding when providing criticism